Person Analysis results are met?
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17. Is it clearly defined in and to your organization what you do?
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18. What are the boundaries of the scope? What is in bounds and what is not? What is the start point? What is the stop point?
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19. When is the estimated completion date?
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20. How can the value of Person Analysis be defined?
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21. What is out-of-scope initially?
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22. What sort of initial information to gather?
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23. Has the improvement team collected the ‘voice of the customer’ (obtained feedback – qualitative and quantitative)?
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24. How do you manage changes in Person Analysis requirements?
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25. How are consistent Person Analysis definitions important?
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26. How does the Person Analysis manager ensure against scope creep?
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27. Is Person Analysis currently on schedule according to the plan?
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28. What system do you use for gathering Person Analysis information?
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29. Has your scope been defined?
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30. How do you build the right business case?
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31. What are the requirements for audit information?
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32. What are the dynamics of the communication plan?
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33. In what way can you redefine the criteria of choice clients have in your category in your favor?
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34. Is the team equipped with available and reliable resources?
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35. What is the definition of Person Analysis excellence?
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36. Are the Person Analysis requirements complete?
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37. How do you think the partners involved in Person Analysis would have defined success?
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38. What is the scope of Person Analysis?
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39. How have you defined all Person Analysis requirements first?
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40. What scope do you want your strategy to cover?
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41. When is/was the Person Analysis start date?
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42. How often are the team meetings?
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43. Has a team charter been developed and communicated?
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44. Is the work to date meeting requirements?
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45. How do you gather requirements?
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46. Why are you doing Person Analysis and what is the scope?
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47. Who is gathering Person Analysis information?
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48. What constraints exist that might impact the team?
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49. What customer feedback methods were used to solicit their input?
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50. If substitutes have been appointed, have they been briefed on the Person Analysis goals and received regular communications as to the progress to date?
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51. How do you gather the stories?
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52. Are different versions of process maps needed to account for the different types of inputs?
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53. What are the record-keeping requirements of Person Analysis activities?
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54. Is there a critical path to deliver Person Analysis results?
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55. Is the current ‘as is’ process being followed? If not, what are the discrepancies?
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56. Are approval levels defined for contracts and supplements to contracts?
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57. Are there different segments of customers?
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58. What is the scope of the Person Analysis effort?
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59. Have specific policy objectives been defined?
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60. Is the Person Analysis scope manageable?
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61. How would you define Person Analysis leadership?
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